In Liberia, the law sets a maximum limit for regular working hours. According to the Liberian Labor Law, Chapter 5, Section 702(1), the workweek is restricted to a maximum of 8 hours per day and 48 hours per week. This regulation ensures that employers cannot legally require employees to work for periods exceeding these limits.

While the law sets a standard workweek, there may be situations where exceeding these limits is necessary. However, such instances are considered overtime work and require specific legal considerations. An employee's agreement is crucial for working overtime hours. Employers cannot enforce overtime without the employee's consent.

Furthermore, employers are obligated to compensate employees for overtime work. The specific overtime pay rate can be negotiated within an employment contract, but it should not be less than 1.25 to 2 times the regular hourly rate.

In Liberia, the Decent Work Act of 2015 defines overtime as any hours worked in excess of the standard 8 hours per day or 48 hours per week. According to the law, overtime work must be compensated at a premium rate of not less than one and one-half times (150%) of the normal wage. It's worth noting that some sources suggest the premium rate can be as high as double the normal wage. However, this may depend on specific industries or be negotiated in employment contracts.

Liberian law guarantees rest periods and breaks for employees to ensure their well-being and productivity.

The Decent Work Act of 2015 mandates that employers must allow employees a daily rest period of at least twelve consecutive hours between ending and recommencing work.

Employees who work continuously for more than five hours are entitled to an uninterrupted meal interval of at least one hour, for which they must be paid.

The law requires employers to clearly display a notice in a readily accessible location at the workplace showing the daily rest periods. Employers are also required to allow employees to take their entitled breaks without obstruction.

Liberia's Decent Work Act of 2015 provides guidelines for night shifts and weekend work, aiming to balance operational needs with worker well-being.

The Act doesn't explicitly define "night shift," but it addresses work performed "at night or outside normal working hours". While there are no legal requirements for night shift pay premiums, employers are encouraged to establish agreements with employees regarding compensation and working conditions for night shifts through collective bargaining agreements or individual employment contracts.

Here are some additional considerations for night shifts:

• Employee Consent: Night work should generally be voluntary, and employees should not be forced to work night shifts unless exceptional circumstances exist.
• Health and Safety: Employers have a responsibility to ensure a safe work environment for night shift workers, which may involve measures to address fatigue and potential hazards specific to nighttime operations.

Weekend work generally refers to work performed on Saturdays and Sundays. The Act allows for weekend work but emphasizes that it should not be excessive. Weekend work exceeding the standard workday or workweek qualifies as overtime and must be compensated at a premium rate of at least 150% of the normal wage.